My practice is to begin all sessions with group agreements - ideally I prefer the group collectively generates these themselves. This helps us to set the tone of our engagement and how people show up - including creating space for others and being mindful of the space people take on. If a person continues to dominate - I reiterate our agreed upon ways of engagement and offer to have an off-line conversation with the person to ensure they feel heard and not called out. Another strategy is to remind the group of our collective goal for that space/time and re-ground us in that to avoid tangents.

One of things is setting ground rules for Listening, Participation and Creating Safe Space. For a person who dominates conversation, one of the following could work : - Checking the feeling space of participants - Recap of ground rules - Ask him /her how does it feel to share & listen? Can we offer that space to others? - Understand his 'why'. Is he coming from a senior position or isn't agreeing to the points put forth or wants to disturb. Accordingly we can strategise to deal with him/her like talking in a break, making him in charge of an activity, asking him to put alternate points in short and tabulated format. Such participants have helped me learn on classroom management. Each experience is a learning.

Ao facilitar uma discuss?o, quando alguém domina o espa?o, minha abordagem é sutil, mas firme. Inicio estabelecendo regras básicas de participa??o para todos, valorizando a troca equilibrada. Quando o participante come?a a monopolizar a conversa, utilizo pausas estratégicas e direciono perguntas para os mais silenciosos, incentivando uma diversidade de vozes. Se necessário, uso interven??es educadas para trazer o foco de volta ao grupo, mantendo o ambiente seguro e colaborativo. Equilíbrio na fala gera mais valor — e é isso que buscamos em toda discuss?o!

While facilitating a group discussion with dominating participants 1) Rotate the discussion leadership. 2) Encourage all the participants to speak. 3) Do not encourage personal attacks, conflicts and quarrels. 4) Maintain a positive gesture and lead an example. 5) Redirect the conversation by understanding the rhythm of it and make sure the discussion is only within the planned agenda and not going outside it.

I actively observe and assess the dynamics of the conversation, ensuring no one person monopolizes the dialogue. If someone continues to dominate, remind the group of the established ground rules regarding participation. Rarely but I don't mind having private conversation with the dominating participant, to ensure they feel heard without calling them out in front of others. Use strategic pauses and follow-up questions to encourage a varied exchange of ideas among participants.